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Since transfer, First Nations Health Authority unionized workers are organized under the name "Local 22000" with Public Services Alliance of Canada (PSAC). We are one of 70 directly chartered locals (DCLs) with PSAC, certified under provincial labour legislation and governed by BC labour laws.
Please reach out to us using the contact form below.
The current local executives are:
President - Dan Ferguson
Treasurer - Carmen Valera Yang
Please reach out to us using the contact form below.
The current local executives are:
President - Dan Ferguson
Treasurer - Carmen Valera Yang
We thank the previous executive team for their service in the terms and years in past:
2022
A/President - Lazar Cuk
2021
President – Grace MacIver
First VP/Secretary – Debby Peng
Second VP – Lazar Cuk
Treasurer – Brenda Isaac
2022
A/President - Lazar Cuk
2021
President – Grace MacIver
First VP/Secretary – Debby Peng
Second VP – Lazar Cuk
Treasurer – Brenda Isaac
COVID-19 has significant impacts on mental health. PSAC has compiled resources to assist workers that may be feeling overwhelmed.
http://psacunion.ca/covid-19-mental-health-resources-cope
http://psacunion.ca/covid-19-mental-health-resources-cope
Know Your Collective Agreement
The Collective Agreement provides information on rates of pay, working conditions, terms and conditions of employment, and leave provisions.
During the life of the agreement, changes to any of its provisions can be made only with the consent of both the union and the employer.
Note that the term of a collective agreement may sometimes expire before a new agreement is reached between the employer and union. In such cases, the continuation clause allows the terms of the collective agreement to remain in effect after its expiry date until either a new agreement is negotiated, a strike or lockout commences, or the union is decertified – whichever occurs first.
Here are some sections that members look up most frequently:
Article 12 - Employee representatives
Article 17 - Grievance procedure
Article 36 - Vacation leaves
Article 37.03 - Sick leave requests
Article 44 - Volunteer leave
Appendix A - Rates of pay
During the life of the agreement, changes to any of its provisions can be made only with the consent of both the union and the employer.
Note that the term of a collective agreement may sometimes expire before a new agreement is reached between the employer and union. In such cases, the continuation clause allows the terms of the collective agreement to remain in effect after its expiry date until either a new agreement is negotiated, a strike or lockout commences, or the union is decertified – whichever occurs first.
Here are some sections that members look up most frequently:
Article 12 - Employee representatives
Article 17 - Grievance procedure
Article 36 - Vacation leaves
Article 37.03 - Sick leave requests
Article 44 - Volunteer leave
Appendix A - Rates of pay
Members requesting union representation please include the nature of the meeting and which article applies:
Examples...
Article 12.04 (Employee Representatives)
(a) A representative shall obtain the permission of the employee’s immediate supervisor before leaving the employee’s work to investigate employee complaints of an urgent nature, to meet with local management for the purpose of dealing with grievances and to attend meetings called by management. Such permission shall not be unreasonably withheld. Where practicable, the representative shall report back to the employee’s supervisor before resuming their normal duties. This also applies to a representative of an employee accessing the First Nations Voluntary Dispute Resolution Process (Appendix D)
Article 16.03 ( Disciplinary)
When an employee is required to attend a meeting, the purpose of which is to conduct a disciplinary hearing concerning the employee or to render a disciplinary decision concerning the employee, the employee is entitled to have, at the employee’s request, a representative of the Union attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting.
Article 19.08 ( Informal Discussion)
Where it is reasonable to do so, there is value to informal discussion between employees and their supervisors to resolve the issue without recourse to a formal complaint. Any efforts to resolve the issue will be done in a timely fashion and will not preclude the employee from electing to file a formal complaint at their discretion at any time during the informal process. It is understood that the employee has the right to representation by the Union at all stages of this Article. If the complainant is satisfied with the outcome reached at this point, the concern is resolved.
ARTICLE 44: VOLUNTEER LEAVE
Canada has many non-profit organizations, many of them charitable including religious, literary, educational, or scientific purposes, or the development of amateur sports or for the prevention of cruelty to animals.
If you need inspirations, take a look at CRA's list of charities for find an organization that fits your interest.
IF there is a conflict between a policy and a provision of a collective agreement, the collective agreement provision will prevail.
If a collective agreement is silent, FNHA policy will likely prevail. [FNHA HR Management Policy Handbook - 2018/ pg.4]
Examples...
Article 12.04 (Employee Representatives)
(a) A representative shall obtain the permission of the employee’s immediate supervisor before leaving the employee’s work to investigate employee complaints of an urgent nature, to meet with local management for the purpose of dealing with grievances and to attend meetings called by management. Such permission shall not be unreasonably withheld. Where practicable, the representative shall report back to the employee’s supervisor before resuming their normal duties. This also applies to a representative of an employee accessing the First Nations Voluntary Dispute Resolution Process (Appendix D)
Article 16.03 ( Disciplinary)
When an employee is required to attend a meeting, the purpose of which is to conduct a disciplinary hearing concerning the employee or to render a disciplinary decision concerning the employee, the employee is entitled to have, at the employee’s request, a representative of the Union attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting.
Article 19.08 ( Informal Discussion)
Where it is reasonable to do so, there is value to informal discussion between employees and their supervisors to resolve the issue without recourse to a formal complaint. Any efforts to resolve the issue will be done in a timely fashion and will not preclude the employee from electing to file a formal complaint at their discretion at any time during the informal process. It is understood that the employee has the right to representation by the Union at all stages of this Article. If the complainant is satisfied with the outcome reached at this point, the concern is resolved.
ARTICLE 44: VOLUNTEER LEAVE
Canada has many non-profit organizations, many of them charitable including religious, literary, educational, or scientific purposes, or the development of amateur sports or for the prevention of cruelty to animals.
If you need inspirations, take a look at CRA's list of charities for find an organization that fits your interest.
IF there is a conflict between a policy and a provision of a collective agreement, the collective agreement provision will prevail.
If a collective agreement is silent, FNHA policy will likely prevail. [FNHA HR Management Policy Handbook - 2018/ pg.4]
